Between learning about hiring manager expectations for a role, sourcing talent, scheduling interviews and keeping candidates engaged, it’s hard to find time to analyze your recruiting process for areas in need of improvement. A commitment to talent operations, which focuses on developing the most effective recruiting experience, is important to improve recruiting ROI and mitigate pain points. By addressing weaknesses in your recruiting pipeline, you can ensure the team is able to focus on finding and hiring top talent. Here are the top ways recruiting organizations can identify pain points and improve recruiting strategy, to overcome common operational hiring challenges.
Switch Your Approach From Reactive To Proactive
Talent acquisition teams have traditionally taken a reactive approach to recruiting; they source and hire only as needed. This practice leads to drawn-out hiring timelines and inconsistent candidate experiences. To stay ahead of the competition, do the heavy lifting up-front by building and nurturing a pipeline of candidates who may be a fit for future roles. Implement a proactive recruiting strategy by preparing to meet hiring needs before a position opens. With engaged talent at your fingertips, quickly identify top candidates to fill requisitions.
Create a Consistent Candidate Experience
The interaction a candidate has with your company is a deciding factor in their decision to accept your offer. Disjointed candidate experiences and non-standardized feedback can make it difficult to implement a consistent interview process that provides every candidate the best experience. Overcome this common challenge by developing an interview and evaluation process that provides the same positive experience for every prospect. Train all members of the hiring team on interview best practices and ensure every candidate is evaluated across the same criteria. Leverage recruiting software to speed feedback collection by ensuring every stakeholder knows their post-interview responsibilities and submits candidate feedback quickly. Provide a positive experience to ensure every candidate walks away from your company as a brand ambassador.
Develop a Recruiting Culture
Employee referrals are often the most cost-effective hires, but without a strategy to incentivize referrals, your pipeline will remain empty. Cultivate a company-wide recruiting culture, where every employee is a talent scout for your company. Facilitate engagement and help employees stay up-to-date on hiring needs by sharing open roles in department emails and meetings. Leverage referral software to let employees easily refer friends and colleagues on their phones, through an intuitive program incorporating social networks. Referral software provides a transparent view into a referred candidates’ status in the application and allows employees to view bonus amounts accumulated over time. Bypass the time and hard costs of sourcing from scratch for every hire, and instead tap a pipeline of pre-vetted talent.
Use Recruiting Metrics to Identify Opportunities for Improvement
If you ask your recruiting team why something is done a certain way, do they reply that’s way it’s always been done? Just because something is completed the same way doesn’t mean it’s the best way. Instead of repeating past practices, incorporate data into the recruiting process to make strategic decisions based on key metrics. With recruiting software, run reports to understand recruiting metrics at each phase of the hiring process. Using metrics like application completion rate, acceptance rate and talent pipeline growth, analyze processes to understand where improvement is needed, and uncover opportunities to streamline the hiring pipeline.
Gather Feedback From Candidates And Hiring Managers
The best way to improve talent operations is to ask those who interact with your hiring process the most—candidates and hiring managers. Survey candidates to ask about the length of the hiring process, communication methods and overall experience. They may notice a challenge your team never considered. Gather hiring manager feedback through a quarterly survey to determine satisfaction with recruitment practices, candidate quality and recruiter-hiring manager relationships. Use this feedback to refine the hiring process, and eliminate recurring issues.
Consolidate Recruitment Technology
Recruiting technology should never be the cause of hiring challenges. Technology solutions should help, not hinder, the recruiting process. If the use of multiple point solutions slows recruiters or complicates training, consider implementing talent acquisition software to bring all recruiting activities to one place. With a central database, information will never be lost due to recruiter turnover, and transparency ensures any recruiter can step in when another is out of the office. The right technology can help you streamline talent operations, to develop a targeted and productive recruiting strategy.